When to leave a job: rethinking tenure in today’s workplace
Staying in a job too long is no longer a clear signal of success. In many cases, it can raise questions about adaptability and growth. The real marker of a strong career today is alignment — with your goals, your growth and your environment — not just how long you’ve stayed.
I just read Adam Grant’s book, Think Again — full of great research and fascinating anecdotes. There are too many takeaways for me to recount, but the biggest key learning for me is to remain open, curious and humble. When we do that, we allow ourselves to try new things, ones that often improve our lives.
Adam’s books are great because he shares many practical steps that are easy to adopt. For example, he suggests blocking time on our calendars every 6 months to evaluate our careers. This way we can relax in between, knowing we have dedicated time to be self-reflective and ask ourselves what we want, set new goals and determine next steps.
Why people actually leave their jobs
While I’m not a researcher, I’ve talked to many people who are ready to leave their jobs and the common theme is they’ve reached a point of utter frustration. It’s not just their manager, which is the biggest reason to leave, but rather a combination of not feeling valued, losing interest or passion for the role or company, not the right culture fit and the biggest one — no growth opportunities.
And the longer people stay at a company, the stronger the negative feelings they have, often resentment, disappointment and anger.
According to LinkedIn, tech companies have the highest turnover compared to other major industries. The average tenure at major tech companies like Uber, Dropbox, Square, Facebook, Salesforce and Google ranges from 1.8 to 3.3 years.
How job tenure is being re-evaluated
Having spent 20 years in the tech industry, I’ve seen the tide change from skepticism on short tenures to long tenures.
It might surprise you that after 5 years or so, recruiters and interviewers want to know why you’ve stayed at the company for so long. The exception is if you’ve had a progressive career or have made a career change. They want to know if you can adapt quickly and be successful in a different culture with new people, processes and expectations.
Of course there are many good reasons to stay at a company for a long period of time. But if the main reasons are for stability and a paycheck, then you’re selling yourself short. We constantly evolve and have an innate desire to learn and grow. If we’re not growing, then we’re stagnating.
How to know when it’s time to leave a job
What’s my career vision or North Star? Does your current job align with your vision? If not, why? Is there an opportunity to move internally to get closer to your North Star? If not, what job or company would?
What’s most important to me in a job and company? Is it a wider scope of work, greater autonomy, a more collaborative culture or inspiring leaders? List your criteria and assess how well your current job aligns.
Do I have a clear path for growth? Is there a path to the next level, such as from Manager to Senior Manager? It can also be a lateral move. Is there something else you want to explore like customer success or sales operations?
The best way to make a career change is often within your company. Network internally to learn more about roles, leaders, culture and opportunities across teams.
Am I holding onto limiting beliefs about leaving? The number one reason I hear about not leaving a job is the desire for flexibility and work-life balance. This is often said by people working 60+ hours. Do they believe their company is the only one with flexibility?
Good companies have trust-based cultures that care more about impact than hours. They set you up for success. We should also thank Millennials for making work-life balance a standard.
Some people believe they can’t take time off during their first year. In reality, you can ramp quickly, make an impact, build a strong reputation and still take time off.
How much of this is within my control? It’s easy to focus on what’s missing in your job, but the greatest insight comes from understanding your role in your frustration. We are often our biggest obstacle.
Maybe you haven’t set healthy boundaries, avoid conflict or bring negativity into your work. What does your best self look like? What steps can you take to align with that version of yourself?
Why this decision matters more than you think
We spend nearly one-third of our lives working, and work affects every aspect of our lives. When we don’t love our job, we can’t live our best lives.
Taking the time to reflect on these questions helps you assess where you are and whether you’re ready to make a strategic career move. The process itself is often just as valuable as the outcome.
